1. Youth Friendly Employment Conference Thursday 24th November Lorcan Seery – Emerging Talent Manager, Santander (Graduates & Interns) Kerry Harper – Emerging Talent Manager, Santander (Schools to Work and Apprenticeships)
Author: Lorcan Seery / Kerry Harper
November 2016

2. for our people, customers, shareholders and communities
Santander Aim…..
The “Aim”
The “What”
The “How”
To be the Best Bank
for our people, customers, shareholders and communities = +

3. To help people and businesses prosper Our Values and Behaviours
… to get there through our people
Our Purpose
To help people and businesses prosper
Our Aim
To be the best bank for our people, customers, shareholders and communities
Our Values and Behaviours
Our Values
Our Behaviours

4. Feeds into our Talent Pipeline across Santander UK
Emerging Talent Offering
Workwise School Sessions
Work Experience (placements across April, Summer & Oct)
Local School Engagement
Apprenticeships
(from level 2 to Degree)
Traineeships (2017)
Intern summer placements
Graduates programmes across San UK
125 Grads on 2014/15 Schemes
School to Work
Kerry Harper
Fiona Hay/Kerry Harper
Graduates & Interns
Lorcan Seery
Feeds into our Talent Pipeline across Santander UK

5. Santander UK Emerging Talent Model
Work Experience
Industrial Placement
Interns
Social Recruitment
TraineeShips
Workwise
Global initiatives
Emerging Talent Programs
Graduates
Apprentices / Trailblazers
BAU
Development Committees & Targeted Talent
Future Leaders Programme
(FLP)

7. 2016 – Celebrating Our Success Work Experience
325 Participants supported up to October 2016
Career Ready
(83)
Remploy
(3)
International Students
(47)
Ambitious about Autism
(2)
Internal Referrals (151)
National Citizens Service
(39)
What have we achieved?
Successfully placed 325 participants.
Implemented an effective new structure.
Enhanced relationships with partner charities.
Extra support & tool kits available for managers.
Created a valuable experience for all involved.
Keep in touch strategy implemented.
Achieved Top 100 employer of choice for School Leavers for third year running.

8. Traditional Development Approach – Pre 2012
Traditional Graduate Development
Traditional Development Approach – Pre 2012
No specific individual one accountable for graduate progress on programme
Development offered over 1st year (of a 2 year programme)
Programmes very popular – always filled our vacancies
Little Return on Investment MI
Inconsistent development pathways and experience on programme
Liaison with Business areas inconsistent – lack of understanding of programme / expectations of graduates
Expensive – 2 weeks in a 5 star hotel in the Lake District – all grads together
At a glance measurement/comparison of graduate progress was difficult
No central development offering
Few qualifications offered
Low retention – 39% retention
Pre-2012 Development
Residential in the Lakes
No ownership
/ accountability
Few Qualifications offered
Learning Outcomes unclear
Inconsistent
Not cost effective

9. New Development Approach
New Graduate Development Pathway
New Development Approach
Structured Development Pathway
New Graduate Manager Infrastructure introduced
Graduate Accountability
New Digital Platform Built /Community Sites
Bespoke Learning/Development Opportunities
Development now offered over 2 years
Closer relationship management with business areas
Blended Learning Approach
Clearer Return on Investment MI
More cost effective approach to development
More high profile amongst senior stakeholder community
Qualifications now offered for all
Better retention rates – currently 72% - which is better than the current AGR rate of 66% and almost double previous
New
Development
Structured Development
Graduate Manager Accountability
Qualifications
Clear Learning Outcomes
New Digital Platform
Cost Effectiveness

10. Graduate Development Journey
Facilitator – Give a broad overview of the topics and why we deem them a important. Link to the Santander Behaviours:
Your Pitch” – what do I have to offer?
Emotional Intelligence
Presentation Skills
Effective Communication
Influencing Others
Giving and Receiving Feedback

11. Learning Cycle – approx. 6 months
1:1 with Graduate Manager
1:1 with Graduate Manager
Learning Cohort Call
Kicks off Cycle
Learning from Rotation
Learning Cohort Call
Completes Cycle
Experiential event
User led learning via online site
PEP & Learning Log
Learning from CSR, Strategic projects etc.

12. Development Programme Online Journey